5 em 1.Quatro vem lá na Austrália e a quinta é Canadense
1.. UK: COVID-19 causes havoc in multiple workplaces.
A primeira destaca estragos generalizados provocados pela Covid-19 em diferentes ramos de atividades.
2. Why Zoom meetings are so tiring (Por que reuniões com o Zoom são tão cansativas) - o texto serve também para reuniões à distância apoiadas em outras plataformas.
A segunda chama a atenção para problema atualíssmo. Com as quarentenas multiplacam-se as participações de trabalhadores em atividades à distância, apoiadas em diferentes plataformas / softwares
3. Problem-solving meetings reduce sick leave
A terceira relata inciativa de abordagem participativa com três etapas focadas na resolução de problemas. Foi desenvolvida na Suécia para redução de absenteísmo de trabalhadores afastados do trabalho com problemas de saúde mental. Vale a pena xeretar.
4. Respect our health care workers!
A quarta aborda outro problema da atualizada. A violência contra trabalhadores da saúde. Destaque para estratégia em três passos. Reconhecer, Registrar e prevenir
5. IRSST do Canadá divulga estratégia de apoio à preparação para o retorno ao trabalho pós quarentenas (apenas em francês)
"Aide à la planification de la reprise des activités dans les PME québécoises
21 avril 2020 15:00
Ce document présente une marche à suivre pour la planification de la reprise des activités dans les milieux de travail à la suite de la fermeture rendue obligatoire par le gouvernement du Québec. L'IRSST desenvolveu um plano de ação disponível para download (téléchargeable) qui propose des étapes qui intègrent la prévention des risques de transmission de la COVID-19. Il peut être modifié pour correspondre à la réalité des différentes entreprises touchées. O plano de ação propõe 4 etapas e 3 ferramentas para melhor planejar a retomada de atividades.
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PB (Ildeberto)
International News
1. UK: COVID-19 causes havoc in multiple workplaces
With the COVID-19 crisis being so much more serious in the UK, with infections at over 120,000 and more than 16,000 deaths (not including deaths of people in nursing homes), huge numbers of workers find themselves at high risk of infection just doing their jobs. These are workers in the transport, retail, prison and healthcare sectors in particular, but also many workers whose jobs have been designated 'essential'. Problems include shortages of PPE, low levels of testing, and poor work practices. Below is a snapshot of some of the current problems. For more detail, go to the April 16 edition of Risks 943.
Transport union RMT has advised tens of thousands of workers in the rail and bus sector to stop work on safety grounds if employers do not provide adequate protection. The union says workers should stop work and invoke the “safe work procedure if employers do not follow key protection measures” including only conducting activities related to essential services, avoiding group and close proximity work and maintaining two metre separation of workers. Where this isn’t possible on essential jobs “then personal protective equipment such as gloves, eye defenders and masks [are] to be utilised by all workers in close proximity to provide mutual assurance and the time spent within two metres must be minimised and only for the purpose of the task. If full appropriate PPE is not available then work should not commence.”
RMT is also demanding that companies install perspex screens to protect their bus members after some reported that what they'd been provided with was no better than a shower curtain screwed to the ceiling.
Shortages of PPE are so acute that one of the UK's biggest unions, Unite, has called for the ‘rapid appointment’ of a minister with responsibility for PPE delivery. Vital protective equipment is not getting to the NHS and social care frontline, nor to other workers such as those in transport, postal services and many other sectors.
Workers in many call centres are being put at risk with a recent survey finding that pre-existing health and safety concerns were being exacerbating by the current coronavirus crisis. Half of all workers surveyed reported they were working face-to-face with a co-worker; over a third had been required to have face-to-face team meetings; and a similar proportion described being required to engage in team ‘huddles'.
The Fire Brigades Union (FBU) has warned that fire and rescue personnel urgently need coronavirus testing, as services have lost up to 12 per cent of their firefighters and control staff to self-isolation. According to the FBU almost 3,000 fire and rescue staff are in self-isolation and unable to work, representing 5.1 per cent of the UK’s overall fire and rescue workforce.
At least 19 NHS workers had died after contracting the coronavirus.
The Royal College of Nursing (RCN) has advised nurses without appropriate PPE, who have ‘exhausted all other measures’, can refuse to treat patients. The RCN has urged nurses without adequate PPE to consider delaying treatment, using alternative practices and refusing to work if ‘escalation steps’, such as consulting a line manager and documenting concerns, do not resolve the situation. In guidance published on 9 April RCN advised: “Ultimately, if you have exhausted all other measures to reduce the risk and you have not been given appropriate PPE in line with the UK Infection Prevention and Control guidance, you are entitled to refuse to work. This will be a last resort and the RCN recognises what a difficult step this would be for nursing staff.” RCN news release and Refusal to treat guide. (Orientações do Royal college de Enfermagem sobre recusa ao trabalho em caso de falta de proteção adequada)
Union slams lack of PPE for Border Force staff. The PCS union says they need to be equipped with PPE as a matter of urgency. The call follows a second death at Heathrow reportedly from COVID-19. PCS, which represents border force staff in customs and passport control, has demanded management take action to protect members from the coronavirus and has slammed a ‘lax attitude’ to safety.
Research
2. Why Zoom meetings are so tiring (Por que reuniões com o Zoom são tão cansativas) - o texto serve também para reuniões à distância apoiadas em outras plataformas.
Not a recent research article, but very interesting during these times when so many of us are working from home: does using Zoom drain your energy? Manyu Jiang, for BBC Worklife, looks at this phenomenon. She spoke to Gianpiero Petriglieri, an associate professor at Insead, who explores sustainable learning and development in the workplace, and Marissa Shuffler, an associate professor at Clemson University, who studies workplace wellbeing and teamwork effectiveness, to hear their views. Some of the issues identified by them include:
a video call requires more focus than a face-to-face meeting - we need to work harder to process non-verbal cues like facial expressions, the tone and pitch of the voice, and body language; paying more attention to these consumes a lot of energy
silence on a video call is more of a challenge
when we are 'on camera' we are very aware we are being watched
Furthermore, the mere fact we are having to hold virtual meetings highlights why we are needing to do so: the current pandemic and what this means for us all. The mixing up of work and personal lives, work space and family space - all contributes to this stress.
To reduce the fatigue, the experts suggest limiting video calls to those that are necessary. Turning on the camera should be optional and in general there should be more understanding that cameras do not always have to be on throughout each meeting. Having the screen off to the side, instead of straight ahead, could also help concentration, particularly in group meetings. Read the entire article here: The reason Zoom calls drain your energy. BBC Worklife (
3. Problem-solving meetings reduce sick leave
Swedish researchers have found that guided problem-solving meetings between workers with common mental disorders and their managers can reverse any "mismatch" with the work environment, significantly reducing sick leave and improving return-to-work (RTW) times.
They looked at 100 Swedish workers suffering new episodes of incapacitating work stress, depression or anxiety and found those who were quickly placed in a brief "participative problem-solving intervention" took 15 fewer days of sick leave in the next 12 months than those receiving the usual care. They found that while both groups had similar overall improvements in mental health symptoms, the program participants were able to partially RTW after a sickness absence significantly earlier.
The intervention comprised of three steps: the first two were interviewing the manager and the worker separately; the third was a joint where the two were guided by a consultant and encouraged to actively take part in problem solving around the worker's work situation. Workers were also provided with advice on stress management and attended at least three follow-up meetings where the RTW plan was reviewed – steps the researchers said are also crucial to reducing sickness absences.
Their results show these types of interventions can be enhanced by a participative problem-solving approach, and with early involvement from the employer. Given that common mental disorders like depression, anxiety and adjustment disorders are among the main causes of long-term sickness absences in many countries, these could be important findings.
Read more: Marijke Keus van de Poll, et al, Preventing sickness absence among employees with common mental disorders or stress-related symptoms at work: a cluster randomised controlled trial of a problem-solving-based intervention conducted by the Occupational Health Services. [Full text] Occupational and Environmental Medicine, online first April 2020 doi: 10.1136/oemed-2019-106353. Source: OHSAlert
Regulator news
WorkSafe Victoria news
4. Respect our health care workers!
The regulator sent out a communication today:
Right now, we’re facing extraordinary times, and our pharmacists, GP’s, healthcare, aged care and emergency workers are under more pressure than ever.
These workers support us, and the ones we love, often when we are most vulnerable.
It’s a challenging period for everyone, but there is no excuse for violent or aggressive behaviour from customers or patients and their families.
This unacceptable behaviour can have significant ongoing effects on the physical and mental health of our healthcare workers. These workers deserve our respect.
We must work together to ‘Recognise. Report. Prevent’
Recognise - be aware of what constitutes problematic behaviour. Recognise it within yourself and in those around you.
Report - if you witness or experience violent or aggressive behaviour, do not get involved. Report it immediately to someone at the healthcare facility, or to the police.
Prevent - recognise unacceptable behaviour and unreasonable reactions in yourself. Notice your triggers and take time out before things escalate. If you’re in management at a healthcare service, ensure you implement controls to eliminate or reduce the risks of these incidents, encourage your workers to report them, and act on issues and opportunities.
More information on the WorkSafe website It's never ok. (Acesse para ver bom material sobre como lidar com a violência em serviços de saúde)
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